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HRCI SPHR Practice Test - Questions Answers, Page 6
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Question 51
As a Senior HR Professional for your organization, you're coaching one of your employees on civil rights and employment. What does Title VII of the Civil Rights Act of 1964 accomplish?
Prohibits discrimination of management by race, color, religion, sex, or national origin
Prohibits employment discrimination on the basis of race
Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin
Prohibits educational discrimination on the basis of national origin
Answer option C is correct.
Title VII is a landmark law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.
Answer option A is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option D is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
Question 52
It's important for an instructor to have clarity of presentation. Which of the following statements is an example of clarity of presentation?
Use real-world examples for the learning process.
Provide refreshments for the classroom participants.
Host the learning session in the morning.
Adjust the lights for optimal learning.
Answer option A is correct.
The best choice is that the instructor would use real-world examples.
Answer option B is incorrect. While refreshments may be appreciated, this isn't an example of clarity of presentation.
Answer option C is incorrect. Hosting the learning session in the morning, or other times, is not directly related to the instructor's clarity of presentation.
Answer option D is incorrect. Lighting is important for the classroom environment, but isn't the best example of the instructor's clarity of presentation.
Chapter: Human Resource Development
Objective: Organization Development
Question 53
Part of organizational development is a commitment to quality. One of the quality pioneers you should be familiar with is Philip B. Crosby. Which one of Crosby's absolutes of quality management is revealed below?
Quality is planned into a project, not inspected in.
Quality must be defined before it can be achieved.
Quality is achieved by prevention, not appraisal.
Quality costs less than rework.
Answer option C is correct.
The only absolute of quality management displayed is that quality is achieved by prevention, not appraisal. The other comments may stem from Crosby followers, but this is the only absolute mentioned.
Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.
Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Chapter: Human Resource Development
Objective: Organization Development
Question 54
A corporate manager regularly participates in discussion boards with a group of peers and one-on-one emails with a development specialist. He is mostlikely engaged in which of the following development activities?
Mentoring
Peer-to-peer coaching
Leadership coaching
Virtual coaching
Answer option D is correct.
Virtual coaching is one method of leadership development. Used as part of overall coaching activities, it employs multiple sources of electronic media to reinforce management development. See Chapter 5 for more information. Mentoring (A), Peer to peer (B) and Leadership coaching (C) all primarily take place in a face-to-face setting.
Chapter: Human Resource Development
Objective: Talent Management
Question 55
Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?
Reaction
Learning
Behavior
Result
Answer option D is correct.
The result measures whether the training had a positive impact on the bottom line.
Answer option A is incorrect. Reaction measures immediate feedback of the training.
Answer option B is incorrect. Learning measures what was learned through testing.
Answer option C is incorrect. Behavior measures job performance of six months or more after training.
Chapter: Human Resource Development
Objective: Talent Management
Question 56
Your organization uses ADDIE for developing new seminars and training. During the design of the course, you need to follow four distinct steps to create a good training design. Which of the following is NOT one of the four steps of design?
Identify the outcome objectives.
Identify the distribution methods.
Identify learning methodologies.
Gain agreement and sign-off.
Answer option B is correct.
A good training design includes four steps: Identify the outcome objectives, Identify learning methodologies, Establish a time frame, and Gain agreement and sign-off. Identifying the distribution methods is not part of the process.
Answer option A is incorrect. You do need to identify the outcome objectives.
Answer option C is incorrect. You do need to identify the learning methodologies.
Answer option D is incorrect. You do need to gain agreement and sign-off.
Chapter: Human Resource Development
Objective: Talent Management
Question 57
Rex is the Senior HR Professional for his organization and he's working with Jan, an HR Professional, in an exercise for a project team. The exercise gives the project team members assignments to do collectively and individually to construct a game. What type of organizational development activity is this?
Team building
Total Quality Management
Implementation theory
Human process intervention
Answer option A is correct.
This is simply a team building exercise to facilitate team building, trust, cohesion among the team, and for the team to work together.
Answer option B is incorrect. Total Quality Management is a management-program that aims to meet and exceed customer expectations in quality deliverables.
Answer option C is incorrect. Implementation theory describes the processes used to bring about change in an organization.
Answer option D is incorrect. Human process intervention describes a portion of the implementation theory to seek change impact relationships among relationship.
Chapter: Human Resource Development
Objective: Talent Management
Question 58
According to the OSHA inspection priorities, which type of workplace hazard receives first priority for an inspection?
Imminent danger
Programmed high-hazard inspections
Catastrophes and fatal accidents
Employee complaints
Answer option A is correct.
OSHA inspections that will prevent injury or illness receive first priority. An imminent danger is one that has a reasonable certainty of death or serious injury occurring before normal enforcement procedures can occur. Catastrophes and fatal accidents (C) are given second priority. Programmed, high-hazard inspections (B) receive fourth priority, and employee complaints (D) have third. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment
Question 59
Which performance appraisal approach starts by identifying the most critical responsibilities and correlates it to a particular type of behavior - where each identified responsibility and behavior are assessed for performance?
BARS
Results-based
Comparative method
Narrative method
Answer option A is correct.
The BARS approach uses the behavioral anchored rating system to identify most important to least important responsibilities and ranks each accordingly on performance.
Answer option B is incorrect. Results-based appraisals generally use the management by objectives review of the goals accomplished.
Answer option C is incorrect. The comparative method can use a paired comparison method to rate each employee in a group against every other employee in the group.
Answer option D is incorrect. A narrative method uses an essay or conversation as the review.
Chapter: Human Resource Development
Objective: Performance Appraisal
Question 60
A manager always requires a female member of the project team to take the meeting minutes. This is an example of what type of discrimination?
Disparate impact
Disparate treatment
Sexual harassment
Adverse impact
Answer option B is correct.
This is an example of disparate treatment, as the manager always asks a female member of the project team to take the meeting minutes. The manager should rotate the assignment among men and women rather than consistently asking females to record the meeting minutes.
Answer option A is incorrect. This isn't an example of disparate impact, as there's no evident of a neutral policy that females must keep the meeting minutes.
Answer option C is incorrect. This isn't sexual harassment, as the manager is not making sexual advances in the scenario.
Answer option D is incorrect. Adverse impact is synonymous with disparate treatment.
Chapter: Human Resource Development
Objective: Unique Employee Needs
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